Marks and spencer annual report pdf

Strategic organizational change involves the whole organization. Change can emanate from either the external environment as seen in the case of Marks and Spencer or other variables such as economic conditions and technological advances. In some cases, change can also come from within the organization.

The most common factors influencing organizational change include the emergence of new competitors and technology innovation. The change can be either reactive or proactive in the case of Marks and Spencer's it was reactive.

Change Management In any situation when the management is trying to change the existing structures it always leads to resistance. However, there are certain techniques that can be used successfully to offset this resistance and make this change process very smooth.

At Marks and Spencer everyone was aware of the urgency of change as the survival of the company depended on the change process. Change within an organization can create uncertainty as to what the future holds, and it can lead to personal insecurity where changes create ambiguity and uncertainty. Then resistance to change is likely to emerge.

There are occasions when employees fear that introduction of new technology or new work techniques could change the way they work or result in their losing their jobs. But it is not entirely futile it forces mangers to interact more frequently with subordinates to review the decision, to introduce the change, and perhaps to explore alternative ways to meet the desired objective. Six approaches have been put forward as ways of controlling resistance to change, which could be helpful for the human resource department at Marks and Spencers.

These include. The organization has to implement successful change management techniques to remain competitive in the uncertain environment of today.

The main focus of change management process is to manage people in the organization. The process of change should yield results that can be measured and quantified. Throughout the implementation of this new HR strategy the HR managers at Marks and Spencer developed techniques to measure the success of their change program this was done through evaluating sales, customer satisfaction and perceptions about the company. The change process is one way of improving or reengineering the business process for an organization, which would make it more competitive and dynamic.

The change management process enables the organization to develop new structure. This they can do by communicating to its employees and stakeholders that the company needs to restructure its operations to survive. The company will have to communicate with the employees that the HR practices in the company have to change, as the employees are not contributing positively to the whole organization. During this phase the management should provide support to all its employees. The refreezing process defined by Lewin looks at institutionalizing the change process and integrating it in the company system.

Lewin emphasized on the importance of employee participation and commitment to implement change in the organization Lewin, According to Lewin's Model the management has to strike a balance between sources of change and the resistance to change. The unfreezing changing refreezing process shows that the management must address the resistance to change Appelbaum et al, The Behavior modification model states that the management must understand the change process and reduce the complexities involved.

The second step is through encouraging employees in that culture and so change can be facilitated. Other techniques that can be used include modelling and rewarding to motivate the employees throughout the organization Appelbaum et al, Burnes Change Management Model Burnes asserted that Organizational change is a continuous and open-ended process rather than a discrete set of events Burnes, He professed that the organization should change with the environment.

Burnes approach assumes that all organizations operate in a dynamic and unpredictable environment. However, not all firms face the same degree of uncertainty and it is often possible to manipulate organizational constraints. Furthermore, a large emphasis is placed on creating appropriate organizational cultures.

However, this is not an easy task and managers may not welcome or accept such a radical change in their behavior. The company has also added new Italian and Indian ranges of cuisines in the food halls. Annual Report The management has segmented their consumers to offer them some better choice and clothes that are desired by the consumer.

The company has introduced new ranges such as per una and Blue Harbour. In the financial services, business the company introduced a new credit card and extends other service such as travel insurance Annual Report Introducing new clothing such as zipped cardigans and cargo pants further developed the Perfect campaign.

To promote the food range the company launched an aggressive TV advertising campaign. The company has continued to renew its stores by creating a more modern retail environment. The Simply Food stores have also expanded in the UK and they remain very successful. Annual Report Marks and Spencers have ventured into food only stores to increase its presence in the food market.

The other segments such as food and financial services also have a lot of growth potential. The management has to focus on developing its designer brands and new designs to keep abreast of the changing consumer needs in this dynamic market.

Using fewer antibiotics in agriculture Allergies and Intolerances — fact or fiction? Headquarters Customers. FAQ Centre. Search Search. Years Show all years Show This month Show last 3 months Show last 6 months Our Year in Review We are deep into the first phase of our transformation programme and continue to make good progress restoring the basics and fixing many of the legacy issues we face.

At this stage we are judging ourselves as much by the pace of change as by the trading outcomes, and change will accelerate in the year ahead. Transformation taking shape. Food: Accelerating our innovation timeline This year we launched 'Our Best Ever Prawn Sandwich', packed with plump sustainable Atlantic king prawns in a glossy Marie Rose sauce which was developed by our in-house chefs.

FAQ Centre. Search Search. Years Show all years Show This month Show last 3 months Show last 6 months Our Chairman, Archie Norman, shares his summary of our transformation progress.

Never the Same Again. Marble Arch As part of our efforts to emerge stronger from the pandemic under our Never the Same Again programme, in March we announced a proposal to redevelop our flagship store on Oxford Street — Marble Arch.

The transformation so far. Full Annual Report 6.